Adcorp is the workplace solutions provider that seeks new ways to shape markets, economies and our shared future, by offering a wide range of diverse talent management solutions across a vast spectrum of industry sectors, job types, and geographic regions.
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Job Description:
- The HR Analyst transforms complex workforce data into actionable insights that support strategic decision-making across the People and Culture function.
- By integrating data from multiple HR systems and leveraging advanced analytics and visualisation tools, the role enables evidence-based initiatives that enhance workforce planning, employee experience, and organisational performance.
- This position is key to fostering a data-driven HR culture through timely, accurate, and strategically aligned reporting.
Minimum Requirements:
Experience:
- 3 – 5 years’ experience in data analysis, reporting, or workforce analytics within a People and Culture / HR environment.
- Proven experience as a Human Resources Analyst
- Strong understanding of HR processes and other data management systems and best practices
- Proficiency in data analysis, statistical methods and visualisation tools
- Excellent communication, reporting writing and presentation skills specifically for Executive and Board reporting
- Detail-oriented and strong problem-solving abilities
- Strong analytical skills
- Proficiency in Microsoft Office Suite
- Workday HCM and Reporting experience would be advantageous.
Education:
- Relevant Tertiary Qualification
Roles and Responsibilities:
HR Data Analysis and Interpretation
- Analyse data from HR systems (e.g., recruitment, performance, learning, engagement, payroll) to identify trends, patterns, and opportunities for improvement
- Translate complex data into meaningful insights that support strategic People and Culture and business decisions
- Demonstrate a deep understanding of People and Culture functions and processes to contextualise data and drive relevant, actionable insights
- Apply design thinking and problem-solving methodologies to convert business needs into practical, data-driven solutions
- Partner with senior leaders to identify and prioritise analytics opportunities that enhance workforce effectiveness, organisational agility, and employee experience
- Provide actionable insights and recommendations to improve People and Culture practices and support business objectives
- Utilise historical and current workforce data to forecast trends such as attrition, engagement, and performance outcomes
- Formulate business-relevant questions that guide analysis and uncover insights to address core challenges
Reporting and Dashboard Development
- Collect, clean, validate, and analyse data from multiple HR systems (e.g., Workday, Payspace, LMS, Culture Amp), ensuring integrity, accuracy, and completeness
- Design, build, and maintain visually engaging dashboards and reports using tools like Power BI, Excel, and Workday
- Deliver timely, accurate, and business-aligned reports to People and Culture, business leaders, and other stakeholders
- Continuously monitor and analyse workforce data to identify trends, anomalies, and predictive indicators
- Transform complex data into compelling narratives that influence decision-making across all levels
- Develop and maintain standardised reporting frameworks to enable consistent and comparative analysis across functions and time periods
- Ensure analytics directly address defined business questions and provide actionable insights into key challenges and opportunities
Data Governance and Quality Assurance
- Develop, manage, and maintain HR databases, dashboards, and data repositories in compliance with data governance and privacy regulations
- Establish and uphold data quality standards, documentation processes, and continuous improvement mechanisms
- Create roadmaps and prioritise tasks to manage resources efficiently and ensure timely completion of critical projects and reports
Stakeholder Engagement
- Collaborate with People and Culture team, Talent Acquisition teams, and Leadership to understand data requirements and deliver insights that support workforce planning, organisational effectiveness, business strategic objectives and decision making
- Present findings in a clear, compelling manner to both technical and non-technical audiences
- Work closely with People and Culture Partners and Management to develop and implement data-driven strategies for workforce optimisation
Continuous Improvement
- Identify opportunities to automate reporting processes and improve data workflows
- Stay abreast of industry trends, emerging analytics tools, and AI-driven methodologies to continuously enhance analytical capability and business impact
End Date: October 22, 2025
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Job Description:
- The Supply Chain Supervisor is responsible for ensuring all warehouse functions are done timeously and accurately.
Minimum Requirements:
MINIMUM EXPERIENCE:
- Clear understanding of WMS
- Experience in a Logistics and Distribution environment
- Computer literate (MS Office)
- 6 months or more experience
- Must be familiar with WMS
MINIMUM QUALIFICATION:
Roles and Responsibilities:
- Monitor attendance of all staff;
- Ensure all workers are wearing the correct PPE;
- Administer leave for all employees in the shift;
- Responsible for all Forward Planning;
- Ensure that Training; Performance management, and succession planning of the TES Supervisors are in place;
- Compile Daily complement report and send to ADFusion Shift Manager;
- Ensure all toolbox tasks are completed before the shift starts;
- Ensure the shift runs well and queries are dealt with timeously in liaison with ADfusion Shift Manager.Ensure that process compliance is checked;
- Ensure all Health and Safety regulations are adhered to;
- Ensure Housekeeping is done at the end of each shift;
- Ensure Cycle count is accurately done on each shift;
- Ensure registers are completed every day for every shift;
- Ensure that staff admin is accurate;
- Ensure employees are paid the correct rates;
- Monitor the Clock in the Report;
- Manage Overtime worked and scheduled;
- Manage Incentives
- Provide daily feedback to the Client;
- Attend daily planning meetings with the client;
- Provide feedback on training;
- Provide feedback on staff complement;
- Provide feedback on KPAs met and missed
End Date: October 23, 2025
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Job Description:
- The HR Business Partner will be tasked to provide expertise, advice and support in the development of the HR business partner process, principles and guidelines, and to provide related HR consultancy services to business: enhancing service delivery and enabling performance targets.
Minimum Requirements:
Minimum Qualification
- Bachelor’s Degree or Advanced Diploma in Human Resources or relevant qualification
Minimum Experience
- At least 5 – 8 years’ experience in Human Resource and in the following areas;
- BBBEE knowledge and experience
- Employee Relations experience
- Talent Management
- Change Management
Roles and Responsibilities:
HR Business Partnering
- Partner with Divisional Leadership and managers to understand business goals and objectives, and provide strategic HR guidance and support.
- Collaborate with key stakeholders to develop and implement people strategies that support the organisation's growth, performance, and long-term success.
- Proactively identify interconnected problems and determine the impact, patterns and trends thereof to recommend best-fit alternatives, anticipating future challenges to an area of specialisation.
- Act as a trusted advisor on people-related matters, providing insights, recommendations, and solutions to address business challenges and opportunities.
HR Solutions and Services:
- Plan for delivering work outputs related to a particular service or operational area, managing interdependent functional activities, and direct best-practice, priorities, standards and procedures to ensure efficiency related to an area of specialisation.
- Assist and support the seamless Implementation of HR solutions and services that support the achievement of Human Capital objectives, including recruitment, talent management, performance management, and employee engagement.
- Provide guidance and support to HR Consultants and Coordinators on the effective implementation of HR policies, procedures, and programs.
- Ensure compliance with employment laws, regulations, and company policies in all HR initiatives and activities
- Ensure consistent application of reward and benefits practices and methods to enable the efficient attraction and retention of talent across the organisation.
- Ensure alignment against set standards and practice guidelines related to HR administrative support that is provided to the business.
- Ensure all employee relations related support to business is consistent and according to standard
Talent Management :
- Provide consulting support to divisional leadership, managers, and HR teams on people capability management, including talent development, succession planning, and organisational design.
- Identify development opportunities in order to close skills gaps, retain talent and build a sustainable talent pipe-line.
- Conduct needs assessments and gap analyses to identify areas for improvement in people capabilities and assist with the development of tailored solutions to address identified needs.
Employee Engagement and Culture:
- Implement initiatives to enhance employee engagement, satisfaction, and retention, including employee recognition programs, feedback mechanisms, and cultural initiatives.
- Promote a positive work environment and organisational culture aligned with the organisation's values, purpose and vision.
- Champion diversity, equity, and inclusion (DEI) efforts to create an inclusive workplace where all employees feel valued, respected, and empowered to contribute their best.
- Cascade the organisations transformation agenda by ensuring Divisional compliance and alignment to legislative requirements, promoting a fair and inclusive workplace. This includes drafting employment equity plans, employment equity analysis and implementation of all regulatory requirements.
Performance Management:
- Implement performance management processes and frameworks to drive accountability, transparency, and performance excellence across the division.
- Provide guidance to leadership and management on performance management frameworks and key performance indicators and metrics to measure the effectiveness of division and ensure continuous improvement.
- Analyse divisional performance data and metrics to identify trends, insights, and areas for improvement, and provide actionable recommendations to senior leadership.
End Date: October 30, 2025
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Job Description:
- To provide operational focus and delivery on outcomes based solutions within FunxionO by, acceptance and mitigation of associated output risk, value-adding process optimization and productivity enhancements.
- Operational and delivery role and operational execution on existing Industrial line functionally outsourced solutions. Delivery and evolution of new and existing functionally outsourced solutions and Continuous improvement mandate
Minimum Requirements:
Experience:
- Min 3-5 years’ experience in a management role within process driven working environments and or industries.
- Warehouse and production industry experience would be an essential
- FMCG experience advantageous
- IR/CCMA experience advantageous
- Exposure to unionized environments would be an advantage
- People and Performance Management
Qualification:
- Grade 12 or NQF 4 related Qualification
- Tertiary business qualification ideally in logistics, supply chain management or process / industrial engineering
Additional Requirements:
Roles and Responsibilities:
- Analyses client feedback (i.e. CAP processes) and utilises this feedback to ensure service enhancements
- Engages the client proactively, responds to client queries promptly and ensures that opportunities for improvements to the client experience are actioned and measured
- Adheres to all applicable client requirements as detailed in the account plan, SLA and CAP action plan
- Participates in and is responsible for activities that influence new business and/or organic growth from existing clients
- Identifies opportunities to position Quest and Kelly services
- Refers relevant business lead opportunities to the Sales and Marketing team
- Understands key competitors and competitive forces shaping the market and actively adapts action plans to grow and retain business share
- Forecasts resourcing requirements in conjunction with the client team and/or operations
- Maintains regular engagement with the TRAC centre to ensure that there is a shared understanding of the forecast (pool) requirements and confirmed orders
- Ensures that the placement of orders with the TRAC centre complies with company procedures
- Ensures that all client job specification standards have been met and, where the candidate does not meet the standards, follows up with the TRAC centre
- Arranges and conducts conduct motivationalfit/culture fit interviews for shortlisted candidates
- Maintains contact with all successful candidates after the interview through to the training commencement date with the client
- Conducts induction sessions with all candidates prior to commencement of assignment
- Adheres to labour legislation including the Labour Relations Act (LRA), Basic Conditions of Employment Act (BCEA) and the Occupational Health and Safety Act (OHSA)
- Ensures that assignees are orientated to the Quest disciplinary code and client workplace rules
- Ensures the implementation of equitable informal and formal disciplinary measures. (i.e. written warning, final warning, dismissal, suspension)
- Represents the company where required to initiate or chair disciplinary hearings or attend CCMA proceedings
- Adheres to all personnel administration policies, processes, systems and procedures; ensuring that assignee records are accurate and up to date and that payroll input is accurate and timeous, including but not limited to: contracting, recruitment (People Fluent/Ax), employee relations (return to work, disciplinary procedures), recording performance data, Ax integrity, invoicing where relevant, client correspondence (email, minutes), recording of client visits (call cycles) and all other related systems activities (e.g. database maintenance and management)
- Handles all routine administration queries and work requests and is able to resolve these efficiently and effectively within required SLAs and turnaround times
- Ensures the timeous submission of required written reports, including but not limited to: recruitment, absenteeism, attrition, exit interviews, payroll statistics, disciplinary activity, performance data, equity and initiative updates
- Ensures the timely collection of timesheets
- Adheres to SLA (operations and payroll hub) deadlines
- Ensures the submission of other relevant payroll information to the payroll hub that may be required from timetotime. (e.g. UIF documentation)
- Maintains accurate payroll rules as required prior to submission of timesheets (i.e. shift rules, assignee loading management, etc)
- Checks payroll extracts and reverts to the payroll hub regarding exceptions identified
- Performs first line support in respect of assignee payroll queries
- Anticipates peaks and valleys and plans staffing capacity accordingly. Leverages available resources to complete work effectively. Takes positive action to resolve conflict in a way that addresses issues, dissipates the conflict and maintains collaborative relationships
- Encourages good performance and provides timely and constructive performance feedback against requirements
- Retains staff through active engagement tactics (i.e. induction, oneonone discussions, follow up discussions when employees return from an absence, talent management and client engagement)
- Implements techniques to track performance and to mitigate assignee attrition. This would include an analysis of training falloff, recruitment issues, payroll errors, high absenteeism, performance issues, morale issues, attrition, exit interview and tenure
- Addresses poor performance by taking corrective action and/or by following poor performance management procedures
- Encourages learning by freely sharing information and best practices with others and by actively striving to empower staff through constant upskilling and enablement
- Coaches and mentors others by providing instruction, positive models and opportunities to observe
- Seeks to establish and service relationships with assignees, clients and colleagues to improve the effective and efficient execution of objectives in line with business requirements
- Leverages relationship networks and partnerships to gain influence and support for staffing initiatives
- Demonstrates personal commitment to business partners by fulfilling responsibilities, following partnership agreements, involving others and removing obstacles to team accomplishments
- Establishes and consolidates good interpersonal relationships by listening to others and objectively considering their ideas and opinions even when they conflict with own ideas
- Understands the client environment and the client resourcing requirements
End Date: October 31, 2025
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Job Description:
- The Occupational Health Nursing Practitioner will be responsible for providing an efficient occupational health service for employees, which includes promotive, preventive, curative and rehabilitative healthcare. Assisting with surveys, ensuring compliance with statutory requirements and company policies, assist with counselling and referring of EAP candidates.
Minimum Requirements:
Experience:
- Must have + 1 years’ experience as Occupational Health Nursing Practitioner
- + 3 Years Post Qualification Experience
Qualifications:
- Diploma in General Nursing OR Diploma in Occupational Health with Registration at SANC as Registered Nurse
- Certificate in Audiometry
- Certificate in Vision screening
- Certificate in Spirometry
- Certificate in Dispensing
Additional Requirements:
Roles and Responsibilities:
- Assist with or arrange and document pre-placement, annual and exit medical examinations
- Treatment of injuries due to accidents on site
- Diagnose, treat and monitor illness, in terms of primary health care, reporting problem cases to the nurse manager or doctor
- Assist with legislated occupational biological monitoring
- Monitor biological and medical examinations, and report all defects or abnormalities to the nurse manager
- Provide confidential counselling and support, monitor disease progression and report to the nurse manager
- Assist with the provision of informal and formal health education
- Offer and provide support for any employee with a problem in terms of the EAP and LTD policies and where necessary refer to nurse manager
- Assist with the perusal of sick certificates and when necessary provide the relevant counselling
- Communicate and interface with the labour force management, and on occasions outside agencies
- Maintain and keep all medical records of employees, as well as medications/drugs used and registered as per legislation
- Have an awareness of environmental factors, which influence ergonomics
- Together with other members of the Occupational Health team, formally and informally develop wellness awareness among employees
- Assist with the implementation of the occupational health programmes, while ensuring compliance to legal and company standards
- Assist with injury reports, obtaining information for supporting documents and commitment from line management.
- Endeavour to gain acceptance and “buy-in” from employees to further the aims of the Occupational Health programme
- Offer primary health care in line with government health policy plan for South Africa
- Medical Fitness Assessments
- Spirometry (lung function tests)
- Vision Screening
- Audiometry Testing and Screening
- Administration of IV Fluids
- Treat/manage all day to day illness affecting employees on site
- Minimise lost time due to accidents/illness by effectively managing of cases
- General Administrative functions, such as accurate record keeping of patient information
- Ensure effective cost management, minimize losses and reduce unnecessary expenditure
- Supervision and Management of the Occupational Health Centre Team
End Date: October 31, 2025
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Job Description:
- The Supply Chain Supervisor is responsible for ensuring all warehouse functions are done timeously and accurately.
Minimum Requirements:
MINIMUM EXPERIENCE:
- Clear understanding of WMS
- Experience in a Logistics and Distribution environment
- Computer literate (MS Office)
- 6 months or more experience
- Must be familiar with WMS
MINIMUM QUALIFICATION:
Roles and Responsibilities:
- Monitor attendance of all staff;
- Ensure all workers are wearing the correct PPE;
- Administer leave for all employees in the shift;
- Responsible for all Forward Planning;
- Ensure that Training; Performance management, and succession planning of the TES Supervisors are in place;
- Compile Daily complement report and send to ADFusion Shift Manager;
- Ensure all toolbox tasks are completed before the shift starts;
- Ensure the shift runs well and queries are dealt with timeously in liaison with ADfusion Shift Manager.Ensure that process compliance is checked;
- Ensure all Health and Safety regulations are adhered to;
- Ensure Housekeeping is done at the end of each shift;
- Ensure Cycle count is accurately done on each shift;
- Ensure registers are completed every day for every shift;
- Ensure that staff admin is accurate;
- Ensure employees are paid the correct rates;
- Monitor the Clock in the Report;
- Manage Overtime worked and scheduled;
- Manage Incentives
- Provide daily feedback to the Client;
- Attend daily planning meetings with the client;
- Provide feedback on training;
- Provide feedback on staff complement;
- Provide feedback on KPAs met and missed
End Date: October 24, 2025
go to method of application »
Job Description:
- The Occupational Health Nursing Practitioner will be responsible for providing an efficient occupational health service for employees, which includes promotive, preventive, curative and rehabilitative healthcare. Assisting with surveys, ensuring compliance with statutory requirements and company policies, assist with counselling and referring of EAP candidates.
Minimum Requirements:
Experience:
- Must have + 1 years’ experience as Occupational Health Nursing Practitioner
- + 3 Years Post Qualification Experience
Qualifications:
- Diploma in General Nursing OR Diploma in Occupational Health with Registration at SANC as Registered Nurse
- Certificate in Audiometry
- Certificate in Vision screening
- Certificate in Spirometry
- Certificate in Dispensing
Additional Requirements:
Roles and Responsibilities:
- Assist with or arrange and document pre-placement, annual and exit medical examinations
- Treatment of injuries due to accidents on site
- Diagnose, treat and monitor illness, in terms of primary health care, reporting problem cases to the nurse manager or doctor
- Assist with legislated occupational biological monitoring
- Monitor biological and medical examinations, and report all defects or abnormalities to the nurse manager
- Provide confidential counselling and support, monitor disease progression and report to the nurse manager
- Assist with the provision of informal and formal health education
- Offer and provide support for any employee with a problem in terms of the EAP and LTD policies and where necessary refer to nurse manager
- Assist with the perusal of sick certificates and when necessary provide the relevant counselling
- Communicate and interface with the labour force management, and on occasions outside agencies
- Maintain and keep all medical records of employees, as well as medications/drugs used and registered as per legislation
- Have an awareness of environmental factors, which influence ergonomics
- Together with other members of the Occupational Health team, formally and informally develop wellness awareness among employees
- Assist with the implementation of the occupational health programmes, while ensuring compliance to legal and company standards
- Assist with injury reports, obtaining information for supporting documents and commitment from line management.
- Endeavour to gain acceptance and “buy-in” from employees to further the aims of the Occupational Health programme
- Offer primary health care in line with government health policy plan for South Africa
- Medical Fitness Assessments
- Spirometry (lung function tests)
- Vision Screening
- Audiometry Testing and Screening
- Administration of IV Fluids
- Treat/manage all day to day illness affecting employees on site
- Minimise lost time due to accidents/illness by effectively managing of cases
- General Administrative functions, such as accurate record keeping of patient information
- Ensure effective cost management, minimize losses and reduce unnecessary expenditure
- Supervision and Management of the Occupational Health Centre Team
End Date: October 31, 2025
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Job Description:
- The Regional Operations Manager is responsible for the end-to-end SC functionality of Distribution Centres in the Region.
Minimum Requirements:
Experience:
- Extensive FMCG industry experience, minimum of 5 years in large-scale, multi-site distribution or logistics operations within the Supply chain, preferably in a service-related industry
- At least 3 to 5 years in a senior leadership role managing substantial teams and budgets.
- Third Party Management - TES industry experience would be advantageous.
- Exposure to unionised environments would be advantageous.
- CCMA Conciliation and Arbitration experience is advantageous.
- Excellent understanding of trends and developments within the labour market, TES industry, and applicable Labour legislation.
Qualification:
- Gr 12 - Essential
- Bachelor’s degree in Supply Chain / Logistics / Operations Management / Business Management – Essential
- Certification in Lean Six Sigma or similar process excellence frameworks – Advantageous
Additional Requirements:
Roles and Responsibilities:
Stakeholder Management
- Build and maintain strong relationships with client leadership, aligning strategic plans with business objectives and proactively addressing complex challenges.
- Serve as the primary liaison for strategic client discussions, including performance reviews, planning, and issue resolution.
- Ensure integrated, cross-functional collaboration across client and internal teams to support regional operations.
- Lead monthly and quarterly business reviews, performance reporting, and risk mitigation initiatives.
- Oversee partnerships with Temporary Employment Service (TES) providers, ensuring cost-effective, high-quality service delivery.
- Represent the inland region in national and regional forums, including supply chain and leadership engagements.
Strategic planning & execution
- Develop and execute regional operational strategies aligned with national goals and client growth plans.
- Drive innovation and process improvements across DCs to improve efficiency, cost-effectiveness, and service quality.
- Champion continuous improvement initiatives using Lean, Six Sigma, or similar methodologies.
- Ensure sustainability and operational integrity of the Adfusion MSP model.
Data analytics & performance management
- Develop and analyse operational KPIs, leveraging predictive analytics for capacity planning, labour optimisation, and demand forecasting.
- Use data-driven insights to identify trends, root causes, and cost-saving opportunities.
- Implement performance monitoring systems providing real-time visibility into DC operations.
- Review performance regularly and formalise corrective action plans to meet KPIs.
- Conduct performance appraisals aligned with company timelines.
- Support proactive decision-making through accurate operational reporting.
Talent & leadership development
- Cultivate a high-performance and values-driven leadership culture within the regional management team, promoting empowerment, accountability, service excellence, operational integrity, and ongoing professional development.
- Identify, mentor, and develop high-potential employees to strengthen the talent pipeline for future leadership roles within the organisation.
- Lead effective change management initiatives to support the seamless adoption of new processes, technologies, and organisational structures.
- Champion Employment Equity, skills development, and succession planning with clear, measurable outcomes.
- Promote transformation and inclusion in alignment with national BBBEE legislation and industry compliance standards.
People/supplier management
- Ensure fill rates and headcounts consistently meet SLA and client requirements.
- Monitor Temporary Employment Services (TES) providers for compliance with labour onboarding and exit procedures, disciplinary processes, and performance tracking.
- Ensure TES providers pay their employees accurately and on time, minimising payroll queries.
- Oversee staff development and training initiatives across all levels, from General Assistants to Operations Managers.
- Ensure succession plans and training requirements are submitted annually in line with Personal Development Plans (PDPs).
- Enforce compliance with PPE standards according to company policy and site-specific safety requirements.
- Ensure all employees safeguard client assets, including MHE, cages, totes, and product integrity.
- Track and manage agency performance through KPIs such as shift fill rates, payroll accuracy, and staff turnover.
- Provide regular, structured feedback to agencies on shift performance metrics, highlighting areas for improvement.
- Facilitate quarterly communication on Employment Equity initiatives with all staff.
- Coordinate and ensure the Employee of the Month awards are implemented consistently at each distribution centre.
Process management
- Ensure strict process compliance with WMS standards, aligned with SOPs and client agreements.
- Oversee the training of operational staff by TES trainers, ensuring alignment with SOPs and that training assessments are properly conducted.
- In partnership with the Finance & Admin Manager, ensure compliance and accuracy in all TES and IC administrative and financial processes, and report discrepancies to Adfusion and the client.
- Ensure adherence to correct packing, wrapping, strapping, and equipment handling procedures to minimise product damage.
- Reduce supplier and store claims by enforcing strict compliance with inbound and outbound operational processes.
Client Relationship
- Maintain close collaboration with Client Divisional teams, DC Managers, Planning, Operations, and Inventory Management to ensure seamless support for Adfusion operations.
- Understand and align with client strategy and action plans for daily and weekly activities.
- Work closely with Client Replenishment and Adfusion Operational teams to ensure a smooth inbound function.
- Liaise daily with Client Transport and Adfusion Operational teams to ensure store deliveries are executed as planned.
- Ensure operational teams consistently meet OTIF (On Time In Full) targets and adhere to high plan compliance standards.
- Anticipate and manage operational complexities during promotional and peak periods.
- Understand supplier management processes through engagement with Client Divisional and Replenishment teams.
- Minimise operational downtime and reduce financial risks to the client.
- Protect client assets, minimise MHE abuse, and reduce equipment and racking damage.
- Maintain excellent housekeeping standards through regular floor walks and compliance enforcement.
- Promote a care culture in the DC, educating staff on principles of care for the customer, product, and people, making care a daily priority.
- Respond promptly to all client queries and provide timely feedback.
Employee/Industrial relations
- Implement & drive employee wellbeing and engagement initiatives in high-pressure, labour-intensive operations.
- Ensure that monthly Workplace committee meetings take place and that issues raised are addressed where possible.
- Attend monthly Union meetings, ensure that a good working relationship is maintained in the interest of maintaining Industrial relations, and address, where possible, any valid issues that the Union might have.
- Maintain dispute resolutions between parties, employees and their employers or management, workplace representatives or the Union, and ensure that employee relations are actively maintained to ensure good overall employee relations.
Finance & Cost managment
- Review the weekly budget report to track and ensure that costs & ratios are in line with the agreed-upon budgets & KPIs.
- Review weekly error rate reports and put actionable plans in place to reduce errors and financial losses incurred through errors.
- Review weekly waste reports, identify the top waste items and put actionable plans in place to reduce damage to product & waste.
- Review the weekly equipment abuse detail with the client maintenance manager to ensure the reduction of MHE abuse cost.
- Review incentive reports and ensure that performance is up to the required standards, incentive targets are being achieved.
- Hold SHEQ officers accountable to conduct monthly audits on Health and Safety files for each site, and ensure that the files comply with the SHEQ program as shared by National SHEQ manager and by Head office and in accordance with OHS ACT
Risk management
- Collaborate with client loss control and operations teams to minimise shrinkage, pilferage, and theft by ensuring security teams are effective and Adfusion operational staff maintain floor visibility through regular aisle walks.
- Implement and ensure adherence to SHEQ programmes as directed by the Adfusion National SHEQ Manager and Head Office.
- Ensure the appointment and training of Health & Safety Representatives, Fire Marshals, and First Aiders align with SHEQ programme requirements.
- Oversee the accurate and timely reporting of Lost Time Injuries (LTIs), Incidents on Duty (IODs), and other incidents in line with SHEQ procedures.
- Ensure timely submission of monthly SHEQ reports in accordance with required deadlines.
- Hold SHEQ officers accountable for conducting monthly Health & Safety file audits per site, ensuring compliance with the SHEQ programme, OHS Act, and Head Office standards.
- Manage and regularly update the region's Business Continuity Plan (BCP) to ensure resilience during major disruptions such as strikes, system failures, or supply chain interruptions.
- Enforce a culture of safety by ensuring employees work in a healthy environment and address non-compliance through the Code of Conduct (COC) as required.
Compliance
- Ensure that all staff comply with the OHS Act at all times to ensure a safe & healthy working environment.
- Along with the HR team, drive BBBEE and Employment Equity compliance within the Business Unit.
- Support all internal and external audits.
- Ensure that HR policies and procedures are followed.
- Ensure that all Operational teams follow and comply with the code of conduct.
- Ensure that all staff comply with all applicable rules & regulations in the workplace and all the laws of the country of South Africa.
End Date: November 1, 2025
Method of Application
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